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Strengths and weaknesses of resilience
Effectiveness of organizational resilience
Factors that influence resilience
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Background
Modern day organizations have to constantly change to meet the demands of customers. Workers have to change with the organizations to be able to perform new functions and complete new sophisticated tasks.
Not only the type of the work employees are required to do changes, place, method, and environment of the work is also subject to transformation. With high turnover being common characteristic among modern organizations, people have to work in teams each time composed of different people.
Mallak (1998) noticed that employees working in the sales and supplies department are even greater exposed to external changes as they have to work with many different people.
Today workers have more discretionary power and are allowed to make independent decisions during the course of their work. This is essential part of meeting clients’ expectations and ensuring quality of the service. Understandably, the requirement of assuming greater responsibility through making key decisions is an additional source of pressure upon the workers. One thing all successful employees have to share is what we call adaptability to the changes. It is very important that today’s employees can make quick decisions on spot, address the needs of the clients, solve any possible tensions and ease frustrations, and then continue performing work-related responsibilities. However, Mallak (1998) notes that the majority of workers is unable to performs these functions on practice, as he believes many lack adequate training and/or preparation.
What workers have to learn to be able to adapt to the constantly changing working environment is resilience. To be resilient means to know “how to design and implement positive adaptive behaviors quickly that are m...
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... lack of empirical data to the fact.
References
Claudio-Pascua, Valerie V. Organizational Resilience: Building Your Organization to Last. SGV-Development Dimensions International. http://www.irisconsulting.com.au/PDF's/businessresilience.pdf
Does Resilience Training Increase Resilient Performance? http://jclauson.com/msqa/term_papers/does_resilience_training_increase_resilient_performance.pdf
Lee, David. (2008). Why You Will Need a Resilient Workforce in Today's Economy.
http://www.humannatureatwork.com/articles/workplace_stress/resilientworkforce.htm
Mallak, Larry. (1998). Putting Organizational Resilience to Work. Industrial Management, 40 (6).
Oldfield, Robert. Organizational Resilience. http://www.continuitycentral.com/feature0618.html
Russell, Jeffrey L. (2007). Understanding and Developing Employee Resilience. www.russellconsulting.com
... employees wanting to absorb and adapt to their new circumstances (Woodward & Hendry, 2004). Communicating effectively “contributes to the formulation of positive attitudes to change” and ultimately to successful implementation (Vakola & Nikolaou, 2005, p. 170).
People can learn to stand up for themselves or change a situation when someone or something at work has caused stress or unhappiness. A job challenge may get worse over time and usually doesn’t go away on its own. The sooner an individual begins to adapt in the situation, or in how he or she responds to it, the easier it will be to ...
Transition: In this season leader should have to reap the benefits while failing to be doable and explain how the changes affect from others. Prepare and empower the employee to acknowledge the change. Take decision with the complications immediately and Answer the questions responsively, it should encompass to require the people in that process. (Elias.s,
As the workforce environment has changed, so has the necessities for creating a high-performance work system.
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change comes new demands, expectations, and opportunities for employers.
Increased competition has set the bar so high as far as service and product quality is concerned; this has therefore made it mandatory for organizations and business to train their employees to keep up with the current technologies, methods of production and service production (Muller, 2009). Businesses performance today significantly depend on how well the product or service is; this can only be achieved when a business or organization has well trained, motivated and satisfied (Muller, 2009).
According to Montgomery (2011; 56), the new concept of organization is facing the customer. It is he who says what he wants to buy and it is up to managers to avoid that this change is a threat to the survival of the organization, causing it to remain and prosper in this new environment is a challenge that will only be overcome if the company used its entire staff differently. It is also examined that the less qualified employee causes structural unemployment, which, unlike the staff reduction occurred earlier but does not disappear when the crisis passes. It is identified that one of the important functions to be performed by the leader and that here, can be seamlessly assigned in parallel to People Management, is also the observation of the
Resilience is the ability to cope with change. The resilience has long been touted as a essential capability for bouncing back from leadership setbacks. Resilience is not easily attainable in today’s ever-changing business environment. The faith that there will be an immediate solution when it’s not immediately evident, and the tenacity to carry-on despite a nagging gut feeling that the situation is hopeless; it requires courage to achieve such high level of success in one’s career. A strong leader tries to keep away frequent setbacks and new challenges in face of uncertainty. The practical knowledge that he/she gains through this learning experience guide the organization through difficult times.
...ess of the organizations inclination to change; the staffs skills and competency; magnitude of revolution capability and decision-making strategy. This change must be pertinent to the organizations objectives and to its members; opportunities for the members of the organization to make informed and prudent choices for a prudent decision-making.
...n industry cannot be left out. Now industries are constantly growing and are moving toward diverse learning processes. Serge, (1990) explains how organizational learning currently needs dedicated managers and leaders that are up to the task. As a result, competent managers are required to meet client needs. Modern management theory has produced managers that are able to implement change in organisations. Based on management expertise and knowledge, Pedler et al, (2001) came up with a list of attributes of an effective manager which comprised of proactivity, balance learning habit, problem solving, decision making and judgement making. They also stated that for organisation to be successful it should be able to apply modern management methods and techniques effectively. The new approaches to management will help the industry meet the challenges of the 21st century
Both employing organizations and individuals must be prepared for the coming changes or fund their success limited. As for businesses, globalization and a rapidly evolving workforce are redefining how we think about competence, creativity, productivity, and the structuring of organizations.
Workplace transformation is necessary to help a company continue to be successful and grow in the future. The company I work for is currently going through a massive transformation and re-organization. The goal of the transformation is to become more efficient by reducing redundancies and also be able to better serve our customers through specialized centers of excellence. This will also enable us to move quicker in terms of delivering new and improved products at a faster pace than ever before.
In every business offered by any organizations, it is very important to ensure that the customers will always satisfied with services provided. People nowadays are looking for the new technologies, new markets, new ideas and also new inventions. Thus the organization must always keep up with the current changes in demand to ensure that their services are still relevant to the customers. The changes of demand also called as an evolution and to achieve these, the organizations are advised to have a process that we called as “Business Transformation” (“Business Transformation: The Importance of Change,” 2014).
The first phase is introducing the change in an organization to the employee by justifying the change (Berube, 2012). Change in an organization is necessary to cope with the fast changing environment and meet the organization’s goal. The top-management is responsible to explain clearly the importance of change execute in an organization to the employee. It is necessary since there are some of experience employee is refuse to accept change and senses that change will lower their reputation and position in the working environment. As elaborated by Brown (2011), there will be criticized, ridicule and persecute in change towards any approaches used in introducing change of the organization. At this stage, la...
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)